Revitalizing Leadership Training

So your leadership training is a great commercial success. You have made a lot of money, but the overall impact is nearly zero. Sure, you get a call from someone every now and then who tells you how much you helped them. While the training was technically accurate, perfectly presented, engaging, and informative, you never hear from the hundreds or thousands of other people that you trained over the years.

If we are honest, we will concede that the decades we have spent training people on how to lead organizations better has not produced the desired outcomes. It has largely been a failure. Why? It is because the fundamental understanding of leaders and their purpose has long been incomplete or incorrect.

As leadership trainers we should not continue doing the same thing. Instead, we should we recognize the situation and begin making needed improvements.

As the image below shows, the old (and still current) approach to training leaders is based mostly on Behaviors and Competencies (i.e., technical training), far less on Belief-based training, and almost zero on Preconception-based training.

Despite their apparent practicality, training based on Behaviors and, to a lesser extent, Competencies are best-sellers primarily because taking the training satisfies a spiritual need more than any practical need. People feel fulfilled just by having participated in the training, and so they do not think it is truly necessary to put into practice what they learned. Some may try, but they quickly realize that it is difficult and so they give up.

Training Modes2

To revitalize leadership training, the approach to it must be reordered. The new way is based on Preconception and Belief training, far less on Behavior-based training, very little on Competency-based training. That is because training focused on Preconceptions and Beliefs set into place the needed Behaviors, while the need for Competency training decreases rapidly as one climbs the hierarchy (as soon as the mid-manager level).

The two books shown below will convince you that the old approach to leadership training — in use for nearly 100 years — has long addressed the apparent problems, not the actual problems. The new leadership training addresses the actual problems that stand in the way of improving the impact and effectiveness of leadership training and development. The books will inspire you to rethink your understanding of leadership and renew your leadership training and development programs.

Improve Lship Training
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